Shocking New Report Shows US Companies Illegally Discriminating Against Military Reservists

A shocking as well as eye opening report from an economist of whom works with the United States Department of Treasury says that there is mounting evidence that shows that American Companies are illegally discriminating against Patriots who serve in the United States Armed Forces Reserve branches.

With a sample taken from over 8,000 resumes which were sent out to to companies over the period of a year; the results were absolutely conclusive in showing that reservists were a whopping 11 percent less likely to receive a call for an interview from employers.

The resumes which were sent in the batch of eight thousand were identical replicas minus one key difference which is that half of them had the applicant listed as an active member of one or more branches if the United States Military Reserves while their counterparts listed as former Reservists on the documents.

You see, Federal Law is supposed to exist to ensure that if a United States Military Reservist or Active Duty Service Member is deployed they're guaranteed by the Federal Government to have their former job with any employer within the United States of America protected and available to them when they return.

Several protections exist in order to ensure that this happens which are all listed below.

All of these protections and Federal guidelines as well as tax credits are in place to specifically ensure that United States Military Veterans are not only protected but that employers stand to benefit by adding them to their payroll.

Legal protections exist to limit potential adverse effects, in the form of the Uniform Services Employment and Reemployment Rights Act (USERRA) of 1994, which prohibits employers from discriminating against reservists in hiring, retention, reemployment, and promotion due to their military membership.

It also requires that employers allow reservist employees unpaid leave for military training and, when required, full-time military service.

Especially the USERRA statute of 1994, which is Federal Law that protects civilian job rights and benefits for veterans and members of Reserve components. USERRA also makes major improvements in protecting service member rights and benefits by clarifying the law, improving enforcement mechanisms, and adding Federal Government employees to those employees already eligible to receive Department of Labor assistance in processing claims.

USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years (the previous law provided four years of active duty, plus an additional year if it was for the convenience of the Government).

There are important exceptions to the five-year limit, including initial enlistments lasting more than five years, periodic National Guard and Reserve training duty, and involuntary active duty extensions and recalls, especially during a time of national emergency.

USERRA clearly establishes that reemployment protection does not depend on the timing, frequency, duration, or nature of an individual's service as long as the basic eligibility criteria are met.

However it appears these protections and benefits to employers are not only being ignored, in a violation of Federal Law, but intentionally avoided by marxist employers who feel as if they don't have to uphold the laws of America in their workplace.

">Resume Study</a> which was conducted shows that not only are employers intentionally avoiding hiring our American Patriots whilst they're enlisted in the Reserves, but that there is an ongoing attempt to subvert the rights of those who risk their lives to protect America.

<blockquote>”For example, what should the employer do when the reservist employee returns — expand the workforce to include both the returning reservist and the replacement, or choose to lose the investment made in the replacement employee? Employers may simply choose to hire fewer reservists to avoid confronting a potential issue like this one.”</blockquote>

<blockquote>”Finding temporary employees to replace reservist employees in these jobs is likely more difficult. As a result, employers are unlikely to invest in a temporary employee to cover for the reservist in the event of an absence due to full-time military service, making hiring a reservist in the first place potentially costlier to the employer.”</blockquote>

<blockquote>”In total, my findings suggest that USERRA’s antidiscrimination provisions may actually be ineffective in eliminating discrimination in the hiring phase, an unintended consequence. It’s also an issue that may be difficult for reservists to combat. Relative to violating other provisions of USERRA, like firing or refusing to promote a reservist employee, discrimination in the hiring phase is more difficult to prove. Unsuccessful applicants are not generally able to observe the entire pool of applicants or the successful applicant, and because there are a smaller number of reservists in the labor market than other groups, it may be more difficult for reservists to prove systemic discrimination against an employer.”</blockquote>

So what must be done in order to guarantee that our men and women who are serving the nation are ensured the protections promised by Federal Law?

No doubt that the Veteran's Affairs needs to cooperate alongside the Department of Justice and investigate these preposterous claims to ensure that protections are being honored.

If there's loopholes being used or manipulated by American companies they most certainly need reviewed by these groups who must then present their findings to Congress and close them

More has to be done to ensure that the folks who volunteer to protect our great nation are granted the utmost respect and dignity possible.